The layoffs will end up costing tech companies the work culture they struggled to cultivate for years

The big tech players who laid off thousands of employees to save up on the increasing expenses will end up losing something very valuable to them: the workplace culture they built with years of hard work. However the employers decide who gets the cut during mass layoffs, they need to ensure that the move doesn’t end up fueling long-term toxicity in the workplace. Tech business owners must get on the good side of their workers fairly, by enhancing transparency, fairness, and trust within the workplace.

Other factors contribute greatly toward the success of a business than simply reigning in the costs of running. If not well-analyzed, those hasty decisions to fire large portions of the entire workforce of a business will end up costing more than what the employer was trying to save in the first place. Another factor to consider is the morale of the remaining workers after the layoffs. They will be dealing with a drastic change to the office culture, which can be a precursor to quiet quitting.

How can you try to lessen the blow to the company culture after a massive layoff?

Ensure that the job cuts do not appear unfair to your employees

When you want to shed a given percentage of your employees, try to let go of a set percentage of workers from every team. This will ensure that your layoff composes of the same share of top, average, and below-average performers. The equal cuts will sort of spread the pain of the layoffs across teams and ensure that your job cuts do not appear unfair.

Make plans to address the backlash if you use high growth as the criterion of choice

It makes sense to target the lines of your business with lower growth first. This is what Amazon did with the employees of the Alexa line. Those workers were more affected by the layoffs than others. However, understand that this solution may appear rational to you, but not to the workers. Generally, the failure of a product line will be due to improper management. So, employees may end up feeling like they have to pay the price for the mistakes of the management.

Retain workers who believe in innovation if you have plans for new products

If you are planning a layoff to reduce the expenses of the business, but still want to develop new products, you will want to save the talent needed for that. The layoffs at Meta followed this pattern where even some of the top performers got the cut. It is logical that the Meta management wanted to retain workers who can help with both mature and emerging products. You will have to prioritize the right talent as well as the workers who believe in new endeavors when you have plans for innovation.

Consider the employee growth potential when you decide who gets the cut

If you only use individual performance as a criterion for laying off employees, you may end up losing a lot of talent with growth potential. Identify where your employees stand, in regard to employee growth potential. Hold on to the ones with better potential for growth.